Essential Competencies for Multinational Corporation HR Directors

This essay delves into the essential competencies required of an HR Director within a multinational corporation (MNC). The paper begins by establishing the HR Director's critical role in developing and implementing employee management strategies across global locations. The core of the essay focuses on several key competencies, including communication, critical thinking, relationship building, and leadership. Communication skills are emphasized as vital for interacting with employees, outsourcing providers, and union leaders, facilitating the effective conveyance of information and conflict resolution. Critical thinking is presented as essential for decision-making, problem-solving, and evaluating situations, particularly in recruitment and selection processes. Relationship building is highlighted as crucial for fostering a positive work environment and enhancing employee motivation. Finally, the essay underscores the importance of leadership skills in strategic planning and directing employees to achieve organizational goals. The paper concludes by reiterating the significance of these competencies for the HR Director to drive company success in a competitive market, with references supporting the arguments.

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Key Competencies of HR director
In the present scenario, it has been analyzed that the HR director of the company focuses
on creating the strategies for the employees. It is essential for the company to appoint an efficient
HR director so that it can be simple to conduct the operations in the right direction. In this paper,
the discussion will be on the competencies that should be considered so that operations can take
place in right direction. There are some key Competencies that are important to possess in HR so
that the company can easily accomplish goals and objectives.
There are various key competencies that should be possessed in the HR Director. One of
the competencies is related to Communication. HR director should be able to communicate with
everyone in the workplace. Without proper communication, it has been evaluated that the HR
Director will not be able to manage the operations of the company. Proper communication
should be there with the people conducting their activities in the workplace. Communication
skills are essential for the HR director to interact with the outsourcing providers, union leaders
and also employees of the company. Through communication, the HR director can easily convey
the information to the people which are important to manage the entire operations (Antonakis &
Day, 2017). HR director should be selected by considering the communication skill. If there is
effective communication skill then it can be easy to complete the tasks on the international and
global platform. Communication is important as HR director motivate the employees to work
and also attract new employees towards the organization (Lo, Macky & Pio, 2015).
For instance: the HR Director should be able to convey the significance related to fair
employment practices to the employees so that they can complete their operations accordingly.
Also, communication skill helps to resolve the conflict which should be there in the HR Director
so that conflicts can be resolved easily. This competency is needed both on a global and
international level so that accurate information can be given to the people and they can conduct
the activities in a right manner (Marchington, Wilkinson, Donnelly & Kynighou, 2016). This is
one of the major competencies that should be there in the HR director so that important
information and knowledge can be conveyed to the people who are conducting routine
operations of the company.
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Next competency is related to critical thinking. The HR director should have proper skills
related to critical thinking so that the operations of the company can be managed. It is important
that HR director should know how to manage and solve complex situation so that growth can be
achieved (Goldman, Scott & Follman, 2015). It is the responsibility of the HR manager to make
proper decisions and also to engage in the decision making so that conflicts and issues can be
resolved in the workplace. If issues are resolved by the HR director in a proper manner then
employees will also complete their assigned task with proper dedication (Armstrong & Taylor,
2014). The HR director should have the ability to evaluate the situations so that an accurate
decision can be taken. The HR directors also represent the company so it is important that they
should have proper thinking skills so that hiring and firing can be done in a proper manner. It has
been evaluated that the process of recruitment and selection is done by the HR director so at that
time critical thinking is essential so that right candidate can be selected at the right job (Bratton
& Gold, 2017). It is important on the international and global level as critical thinking will also
help to analyze the environment in the right way. This competency is needed as it can be simple
to take corrective steps of the problems or the situation that take place in the workplace.
Relationship building is also one of the important competencies that should be considered
in the HR Director. The HR director is responsible to create a positive environment in the
workplace so that employees can work without conflicts. In the workplace, it is important to
have a proper relationship between the employees so that they can give best towards the assigned
activities. To achieve success in the workplace relationship building is one of the important skills
of the HR director (De Cieri, 2017). Trust and mutual understanding in the workplace can only
be enhanced if there is proper involvement of the HR director. They should have the skill to
motivate the employees as lack of motivation is one of the factors that is seen in the workplace
(Latorre, Guest, Ramos & Gracia, 2016). Therefore, the HR manager has the responsibility to
motivate the employees by communicating the issues of the employees and by focusing on
solving the conflicts. The corporate values should be given to the employees so that trust and
positive environment can be maintained in the workplace. Proper relations in the workplace are
important as it impacts the overall operations of the company.
Leadership is also one of competency that should be possessed in HR director. It is the
responsibility of the HR director to create strategic plans for different departments so that the
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activities can be completed at the correct time. So, in this situation leadership skill is important in
process of justifying the overall functional factors of a strategic plan. Without leadership skill, it
is difficult to make the strategic plan (Bouhali, Mekdad Lebsir & Ferkha, 2015). So, HR director
should have the competency of leadership so that operations can take place in a right way. HR
director also gives proper direction to the employees so that they can easily complete their task
with proper efficiency.
Therefore, by evaluating the paper it can be concluded that these Competencies should be
there in HR director so that company can easily accomplish goals and objectives and can achieve
growth in the competitive market. By analyzing the competencies only the HR director should
be recruited so that in the right manner the operation of the company takes place.
References
Antonakis, J., & Day, D. V. (Eds.). (2017). The nature of leadership. Sage publications.
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Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bouhali, R., Mekdad, Y., Lebsir, H., & Ferkha, L. (2015). Leader roles for innovation: Strategic
thinking and planning. Procedia-Social and Behavioral Sciences, 181, 72-78.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Goldman, E. F., Scott, A. R., & Follman, J. M. (2015). Organizational practices to develop
strategic thinking. Journal of Strategy and Management, 8(2), 155-175.
Latorre, F., Guest, D., Ramos, J., & Gracia, F. J. (2016). High commitment HR practices, the
employment relationship and job performance: A test of a mediation model. European
Management Journal, 34(4), 328-337.
Lo, K., Macky, K., & Pio, E. (2015). The HR competency requirements for strategic and
functional HR practitioners. The international journal of human resource
management, 26(18), 2308-2328.
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource
management at work. Kogan Page Publishers.
De Cieri, H. (2017). International human resource management: from cross-cultural
management to managing a diverse workforce. Routledge.
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